Workplace Accommodations for Chronic Hives

People living with chronic conditions are oftentimes discredited and discriminated against in the workplace for needing accommodations or even for simply having diagnoses. Unfortunately, even just identifying as disabled on work application forms can cause this to occur.

However, the input from this population not only offers a unique perspective within the workplace but also helps to diversify the thought process. Inviting people from all different backgrounds and walks of life to come together and collaborate allows room for innovation!

Remote work is a game-changer for chronic hives

Some work accommodations, such as remote work, have become more common since 2020 when many job positions moved over, even if only temporarily, to a work-from-home model. Not only did this make work more accessible for many people living with a chronic condition but also showcased these advantages to those living without any chronic conditions causing them to better comprehend why remote work is considered an accommodation.

For those, such as myself, living with chronic hives, remote work is extremely helpful as an accommodation especially during flare ups. It allows for heavy control of my working environment allowing me to be more productive with less chances of flaring up.

Managing environmental triggers

Personally, when working in person in an office setting I had to have two air purifiers running at all times and at times wear a mask due to fragrance being sprayed in the area. Not having to worry about fragrance triggering my chronic hives alongside breathing issues tied to my Mast Cell Activation Syndrome (MCAS) not only makes me so much more at ease as I’m working but also allows me to focus my thoughts and energy fully on my work instead of my symptoms.

There are a lot of smaller ways that someone with chronic hives can accommodate themselves in an office environment. That being said, personally I’m most comfortable creating an accessible work place from my home.

For example, some people living with chronic hives react heavily to temperature changes. That can be an accommodation in the workplace at the office itself to set the temperature a certain way but this accommodation is a lot easier to have in a work-from-home setting.

Office-based modifications

There are items that can be purchased or handled a certain way to accommodate those with chronic hives. Some people with chronic hives get their hives from pressure onto their skin, so things like a proper seating option for their body is extremely helpful in managing their condition and allowing them to focus on their work. At the same time, the handling of items within the workplace also plays a role. Something as simple as allowing an employee to not have to use shared headphones or computer mouse and keyboard helps to lower the chances of cross-contamination with certain chronic hives triggers. Personally, I don’t share certain equipment as the lotions and other products that people tend to use often trigger hives for me.

Uniform options, kitchen policies, and identifying your triggers

Many other potential accommodations for chronic hives are based on what triggers someone has found bothers them. For those wearing uniforms, a modified version might be more breathable. It may be as simple as allowing for pants outside the standard pair but also in the same color to be worn instead. It may mean a cross-contamination policy for the kitchen at work for those for whom food is a chronic hives trigger. Starting with the problem of what’s causing the chronic hives to flare up in regards to work is a great way to figure out what accommodation can be made.

Flexible schedules, meeting opt-outs, and utilizing FMLA

Flexibility can be extended not only to working from home instead of the office but also in terms of a working schedule. Allowing room for an employee with chronic hives to come a bit earlier, leave a bit later, opt out of certain meetings when flaring, etc. makes for a happier employee who feels seen and comfortable working for that company. Also, for larger companies, this may mean those working at their companies living with chronic hives utilizing their FMLA (Family and Medical Leave Act) for longer and heavier flare up periods so that they can have the time and energy to address their medical issues without the stress of work at that time.

For those living with chronic hives, I hope that you receive all the accommodations that you find beneficial for managing your health!